Arizona Attorney - October 2017

as stable and safe as it once was, you see a trend of new lawyers building a career that isn’t just tied to one firm, one big client—or one primary goal of making partner. Why spill blood to reach partner status when the prize on the other side isn’t what it once was or, some fear, might not exist at all? As a result, many millennial attorneys are subordinating work to personal lives and won’t hesitate to jump to another firm, an in-house legal position or government job that will free them from the perceived golden shackles. This means law firms are going to have to work harder than ever to keep millennial talent.

MONEY’S NOT ENOUGH

Scroll through recent articles and books
on how to retain lawyers or employees and
you’ll see a lot of attention devoted to tra-
ditional “carrots”: Lawyers “should be re-
warded with raises, annual bonuses, and
immediate cash payments to motivate high
performance,” some experts write. Or con-
ventional wisdom was to “provide a com-
petitive benefits package including health
insurance, life insurance, and a 401(k) plan.”
Millennials need to pay bills like everyone
else—particularly young lawyers who have
staggering student debt. But remember that
what keeps us working at a firm and going
the extra mile every day is not just the pay-
check. Six in 10 millennials say their current
employer’s “sense of purpose” is part of the
reason they chose to work there, according
to a 2015 Deloitte survey. If millennials are
emotionally invested in a company’s mission
and believe we’re directly contributing to
that mission, we’re in. We’ll be excited to
work for the firm or business, and we’ll give
it our all.

But it’s not just millennials who have a different motivational model. Economists and scientists say that, because of the changing nature of work, the motivational model based primarily on money is outdated. In the modern American marketplace, almost everyone needs to be motivated by a mission and their own inner drive.

In his 2011 book Drive, Daniel H. Pink
describes the tectonic shift shaking the bed-
rock of motivation theory. During much of
the 1900s, the thinking went something like
this: “Work consists mainly of simple, not
particularly interesting tasks. The only way
to get people to do them is to incentivize
them properly and monitor them carefully.”
That quote is from management con-
sultant Frederick Winslow Taylor, and for
many decades, he was right. Blue-collar jobs
and parts of white-collar jobs were formu-
laic and routine. In the legal space, think of
what many now refer to as “commoditized”
legal work: document review, rote contracts,
and filing basic corporate formation docu-
ments. The work is monotonous, and most
lawyers were motivated to perform these
tasks primarily for financial compensation.
This jibed with the post-Recession mindset
of the generation: Work is for a paycheck,
not for fulfillment.

Then something shifted. In the business world, many of those formulaic jobs were replaced by technology or sent overseas. And in the legal industry, companies like LegalZoom, virtual law firms, artificial intelligence software, and the exploding area of

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PROPRETARY&CONFDENTAL

Risk Score

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RiskReport NETWORKASSESSMENT PROPRIETARY&CONFIDENTIAL

AssetSummary:AllComputers ThelistofallcomputersincludescomputersthatmaynolongerbeactivebuthaveentriesinActive Directory(inadomainenvironment). TopFive

Windows7 Professional

7
70%
WindowsXP Professional
2
20%
WindowsSmallBusinessServer2011 Essentials
1
10%
Total -TopFive

10 100%

Other

Total -Other

0 0%

Overal Total

10 100%

Risk Report

NETWORKASSESSMENT
PROPRIETARY& CONFIDENTIAL
Page8 of 17

InternetSpeed TestResults

Download Speed: 10. 24 Mb/s

:deepSdaolpU 1.91 Mb/s AssetSummary: Total Discovered Assets

RskRepor NETWORKASSESSMENT PROPRETARY&CONFDENTAL Page5o17 Issues Summary

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1200 CurrentScore:80psx15=12005405% ssue: Useraccouns whpasswordsse oneverexprepresenarskouseby unauhorzedusers Theyaremoreeasycompromsedhanpasswordshaarerouney changed

Recommendaton: nvesgaeaaccouns whpasswordsseoneverexpreandcongure hemoexprereguary

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195 CurrentScore:13psx15=195878% ssue:15Usershahavenooggednn30dayscoudberomAuserhahasnoogged noranexendedperodo mecoudbeaormerempoyeeorvendor Recommendaton:Dsabeorremoveuseraccounsorusershahavenooggedono acvedrecoryn30days

Operatngsystemn

120 CurrentScore:20psx6=120541% ssue:6compuersareusnganoperangsysemhasnExendedSuppored Exended Supporsawarnngperodbeoreanoperangsysemsnoongersupporedbyhe manuacurerandwnoongerrecevesuppororpaches Recommendaton:UpgradecompuershahaveoperangsysemsnExendedSuppor beoreendo e

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